Employee Assistance Program

Employee Assistance Program

Employee Assistance Program
Employee Assistance Programs (EAPs) is a program that is design to assist employees of the organization to seek help with drugs, alcohol, family, finical, and psychological problems. No one really knows for sure when and where EAPs first started. However, researchers estimated EAPs have been around since 1917 but it was not until 1940 where two companies notice that many of their white-collar workers were alcoholics. M. Macy and Company and the Northern State Power Company were the first two companies to develop the EAPs for their employees. (Fredonaia.edu, November 5, 2008, ¶ 2).  
There are two different types of EAPs; one type of EAP is called a worksite EAP or onsite EAP. This is where a company decides to conduct EAPs on the grounds of the company and has hired the necessary staff to operate the department.   The second type is when a company seeks an outside vender to conduct the EAPs. There are pros and cons on both types of EAPs.
The pros of conducting the EAPs by the company mean that referrals would be higher. According to the textbook “…of the two models found that worksite EAPs received 500 percent more referrals from supervisors and 300 percent more employee cases” (Cascio, 2005, chap. 15). This can be a positive stance since managers are aware that their employees are their best assets and without them, they can never reach the mission of the company. However, the cons could be that employees may feel that supervisors, managers, or directors could use this as a form of retaliation. The positive of having the EAP done by a vender can be user friendly. The venders should be able to offers services in multiple locations where it is easier for employees to travel to and from (Cascio, chap. 15). However, the downfall would mean that there would be less referral due to employees being embarrassed, or in denial.    
Tucson Medical Center (TMC) does offer EAPs for all benefitted employees. EAPs go through a vender,...